EFCI’S Position Paper on the EU Pay Transparency Directive

As the transposition deadline for the EU Pay Transparency Directive of 7 June 2026 approaches, and with many Member States unlikely to meet it, the focus is increasingly shifting from ambition to practical implementation.

The European Federation of Cleaning Industries (EFCI) strongly supports the objectives of the EU Pay Transparency Directive as a key step towards strengthening gender equality and ensuring fair, transparent pay practices across Europe. As a sector employing millions of workers – many in labour-intensive roles – the cleaning and facility services industry is fully committed to advancing equal pay and non-discrimination.

However, achieving these ambitions in practice requires an implementation that is both pragmatic and workable. The EFCI therefore calls for a balanced approach that ensures effective delivery of the Directive’s goals while reflecting the operational realities of the sector.

A central priority is phased and supportive implementation. Companies – particularly SMEs – must be given sufficient time and guidance to adapt. In the early stages, enforcement should focus on capacity-building and compliance support rather than sanctions. Clear and harmonised guidance from the European Commission will be essential, especially on complex issues such as assessing work of equal value and reporting methodologies.

In parallel, targeted simplifications at EU level are needed to reduce administrative burden and legal uncertainty. Standardised methodologies, streamlined processes, and GDPR-compliant reporting tools would support consistent application across Member States while preserving the Directive’s core objectives.

At national level, EFCI urges policymakers to avoid gold-plating and duplication. Transposition should remain proportionate and aligned with existing frameworks, particularly in procurement-driven sectors where overlapping requirements risk creating unnecessary complexity without added value.

The EFCI also highlights the importance of recognising existing certification schemes as evidence of structured compliance systems. Leveraging such frameworks can help avoid duplication and support a more efficient, risk-based approach to enforcement.

Finally, collective bargaining must remain a cornerstone of fair pay systems. In many Member States, collective agreements already ensure transparent and gender-neutral wage-setting. These systems should be fully recognised and respected, in line with EU principles on social partner autonomy.

A pragmatic, proportionate approach will be key to ensuring that the Pay Transparency Directive delivers meaningful and lasting impact across Europe’s labour markets.

Read our position paper here.